Human Resource Manager, Labor Relations

JOB SUMMARY

As a subject matter expert in labor relations, this role supports the Senior HR Manager – Relationships, the HR Business Partners team, and District Leaders in creating a positive workplace environment. Works with HR professionals to design, develop and implement District wide HR policies that are compliant and support overall District strategy. Supports labor relations activity by participating in contract negotiations, contract administration and Union/Management meetings. Guides the successful resolution of escalated labor relations issues. Performs other duties of a similar nature as may be required.

ESSENTIAL FUNCTIONS

HR Policies - Designs, develops and delivers the District’s HR policies, code of conduct and Employee Handbook. Maintains current knowledge of employment and labor laws and regulations. Collaborates with Legal to evaluate impact and provides recommendations on how the District should react/respond. Ensures policies are successfully implemented by communicating, training and monitoring adherence. Advises the District and all areas of HR in compliance to employment and labor laws (wage and hour, FMLA, FLSA, ADA, etc.).

Negotiation of Collective Bargaining Agreements (CBAs) – Acts as the primary HR lead for CBA negotiations. Coordinates efforts between Operations/Security, Finance, HR, Legal and Senior Leadership to develop negotiations strategy including economic and non-economic objectives. Conducts analysis to support recommendations. Accountable for the preparation, review and accuracy of all HR documents and contributions to the process. Participates as a member of the negotiations team. Maintains an accurate list and status of proposals made by both sides. May respond to questions and issues raised by the union during negotiations by collecting information and preparing formal responses. Prepares the final version of the CBA document for approval and distribution. Ensures that contract changes are communicated and implemented correctly and in a timely fashion.

Administration of Collective Bargaining Agreements (CBAs) – Trains managers, supervisors and HR on union contracts. Guides supervisors and managers in effectively interpreting contract language and responding to employee questions and grievances. Uses metrics and analysis to identify broader trends/patterns in grievance activity. Monitors trends and CBA issues to inform negotiation strategy. Acts as HR lead to partner with in-house legal and outside counsel to prepare cases for arbitration/mediation. Ensures all information and analysis provided by HR is complete and correct.

Labor/Management Meetings – Supports a collaborative relationship by managing productive Labor/Management meetings. Coordinates meeting scheduling ensuring meetings happened consistently. Creates meaningful agendas that address concerns of both sides. Acts as facilitator to ensure that meetings are effective and productive. Ensures that meeting minutes are kept and any action items identified are assigned to resources. Follows up on action items to track status and ensure timely completion.

Investigations, Employee Relations - Advises management and HR Business Partners to ensure a positive and consistent approach to employee relations and discipline. Advises on requests for disciplinary action to ensure timely, applicable, consistent and sound responses. Trains the HR Business Partners in how to effectively conduct investigations and deliver employee counselling. Advises the HR Business partners and managers/supervisor in providing counseling for employees. May directly manage or act as HR lead with Legal for escalated or high-risk investigations including EEO, harassment, ADA, etc. Serves as the District lead in unemployment hearings. May act as final HR step for grievances. May serve/assist as a hearing officer.

MINIMUM JOB REQUIREMENTS

• Candidate must possess a bachelor’s degree, preferably in Business Administration, Human
  Resources, Labor Relations or a related field of study.
• Five (5) years of progressively responsible experience in facilitating and/or managing relationships between employers and employees as they relate to workplace decisions, grievances, conflicts, problem resolutions and issues of collective bargaining.
• Three (3) years performing these duties within a unionized environment. Knowledge of HR functions supporting employee and labor relations activities is required (e.g. compensation and benefits, recruitment, performance management, leave management, etc.).
• Candidate must possess a valid driver’s license with a driving record in accordance with the District’s acceptable guidelines.
• SHRM, HRCI, IPMA or other Human Resources Certifications is preferred.

Knowledge

• Expert knowledge of employment and labor law

Skills

• Proficient in Microsoft Office Suite
• Excellent verbal and written communication skills
• Skill in solving complex problems
• Skill in conduct research and compile data, prepare appropriate reports and documents

Abilities

• Strong negotiation skills
• Ability to work collaboratively with internal and external stakeholders, project teams,

During the course of performing the essential functions of this position the employee must be able to compute, analyze, synthesize, negotiate and instruct. Ability to communicate while exhibiting strong interpersonal skills is required. Physical work will need to be performed, such as talking, feeling, fingering and hearing. Ability to lift up to 10 lbs. on an occasional basis. Position will require visual demands of near and near acuity, far acuity and accommodation. The position is primarily office work; however, the position requires visiting District plant sites up to 20% of the typical workday.

DISCLAIMER: The information outlined in this job description indicates the general nature and type of work performed by employees within this classification. It is not intended to provide a comprehensive inventory of all duties, responsibilities or competencies required of employees within this classification.